The Three Step Candidate Resourcing Strategy Recruiters Need to Know

Posted on September 25, 2011 by admin

The IEA (Identify, Engage and Attract) approach to recruiting is the most effective method that recruiters can use for candidate and talent resourcing. The three step process makes it easy to trace the recruitment stages, improve where necessary and thus guarantee higher employee retention. Most recruiters unconsciously go with these motions so to speak, but fail to maximise the different methods that can be used in each to get only the best and most competitive applicants knocking on their doors. When they do resource candidates by following the sequence they get better applications and promising results.

Identify:

This is the first step that has to be taken in order to find talented individuals for your business. The direction you take will depend on the audience you really want to reach and the availability of the skills in that sector. You can use both online and offline methods to reach your target candidates, and alsomake this possible by embracing online job boards, newspapers, social media websites (network resourcing), your own company website and even bulletin boards to get the message across about your vacancy needs and offers. When this message is received, applicants that are interested in what you bring to the table will most definitely try to get your attention with their skills and expertise. It is at this stage that you will intimately identify the applicants that you truly want to be part of your business.

Engage:

What do you want applicants to know about your business and the vacant position that could really spark their interest when they are looking for jobs? This is question you will need to answer as you go about your quest of trying to “engage” potential applicants to take the next step and consider your business instead of your competitor.  Your job description and offers should be clear and fair, and should have relevant information that answers the basic questions that most applicants will ask themselves. You must always bear in mind that job adverts are more than just descriptions: they must genuinely fulfil needs on both ends in order to effectively reach the audience you want to engage.

Adverts that are poorly written and that lack basic information will not impress qualified applicants to even blink their eyes a second time at your advert. The salary and benefits package that you plan to offer should not be hidden under the shady adjective “competitive”. Many people want to know up front what they have to gain (or even loose) by considering your vacancy. When you eventually win them over, the next step will be to attract them to formally close an agreement with your company.

Attract:

You can only “attract” applicants if they are truly “engaged” with your offer and take your business seriously.  Face-to-face interviews, conference calls or even video conferences are the most common methods that businesses use to attract applicants. This is the final step in the recruitment process that tells applicants that you are interested in their skills and would like to know more about them.

Once you have identified the right applicants for your business, the Identify, Engage, Attract cycle will repeat itself from a different angle. This time you will need to “identify” this employee’s core skills, “engage” him/her to remain motivated with your business and keep him/her “attracted” in order to guarantee employee retention.  The manner in which this is done will depend on his/her needs, your business needs and the balance between the two worlds.

The resourcing process can take various routes to employing the perfect candidate, from leveraging valued employees for talent referals, to advertising on relevent job sites or even identifying talent within an organisation then engaging them to attract them to your company and position, but it must be done right, confidentially and with a level of professionalism that only recruitment consultants with our expertise and talent knowledge, can execute effectively.

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Human Capital and Your Recruitment Agency

Posted on July 14, 2011 by admin

Whenever the word “capital” is used in discussions, many people link it to tangible financial investments that are needed to establish a business. However, there is another form of capital that is often overlooked and is commonly referred to as “human capital”.

Human capital can be defined as the skills, talent, expertise and professional attitude that an employee posses and ultimately uses to empower the economic worth of any business. The more focus and investments are injected to search for only the best and highly competent workers, the more likely the company in question will reach its ultimate goal and guaranteed competiveness.

However, finding the right employees can be time consuming. In addition to this, companies face great challenges to retain the employees they originally selected and what many experience today is the never ending back and forth process of hiring, losing, hiring, losing. This is part of the reason why many companies are turning to a professional recruitment agency to find and recruit top talent.

When a recruitment agency takes the reins, then the company will have more time to invest in other aspects of the business. As such, many find that they do not need a large HR department with extra professionals since recruiting is outsourced to a third party. This means less employee expenses and only one time investments when they do have a vacancy.

Another important aspect of working with a recruitment company to find human capital is the extensive database of skills that they already have. This can be essential if the company in question is in urgent need of a particular professional. Instead of placing an advert online or even in the papers, the company can rely on the talent pool that has already been categorized by the agency for its immediate needs. This cuts back on waiting time and increases the company’s chances of gaining traction to move ahead.

However, there are those that may argue that a company loses control of part of its internal operations when talent selection is done by a third party. This is true if the company does not have clear definitions of what it wants and allows just about any recruitment agency to find needed professionals. When this happens, then there will be chaos and in most instances chaos translates to lack of control.

A professional recruitment company should have the necessary skills to understand a company’s needs. This will play an important role in finding the best candidates for a job. In additional to this, the agency in question should have the necessary expertise to identify employees that are not concerned about company loyalty. This will reduce retention problems that many companies face worldwide and cut back on the investments and time that are needed to find and recruit a new employee.

In the past, HR procedures were maintained behind closed doors. Today, companies are seeing the importance of human capital and also investing in competent employees to ensure that they maintain a foothold in their industry.

Note:

If you are looking for experience and a professional approach to attraction of your sales and engineering human capital then speak with us today!

Posted in Engineering Recruitment, Recruitment, Sales Recruitment | Leave a comment

Why Hire an I-gaming Recruitment Agency?

Posted on May 13, 2011 by admin

The recruitment process in the i-gaming industry can be a very tedious if not frustrating experience when the right candidates cannot be found. Companies that decide to undertake this task instead of outsource to third-party agencies often find that much of their time and resources are dedicated to screening applicants instead of dealing with business operations. Whilst finding competent job seekers is the essence of company survival, it should not be the main activity that weighs on valuable time to the detriment of other areas in the business. A company that spends too much time and resources searching for talented i-gaming professionals will find that client retention is next to nil given the neglected areas that create a negative light on its brand and reputation. Some of the top reasons to consider hiring a recruitment agency for i-gaming vacancies instead of embracing the challenge alone include:

Networking

A recruitment agency that knows the industry will know how to create adverts that attract the right applicants and also the best areas to promote them. This allows the company to reach a larger number of applicants that have different skill levels and thus the chances of finding the perfect i-gaming professional are far greater.  If this is done in-house, then time will have to be spent to conduct research to find the best places to look for top talent and also copyright effective adverts.

Staff  

An i-gaming recruitment agency has more staff to conduct employee search than a company that has a HR sector to do this. Depending on the organisation’s layout, there are usually two people that conduct recruiting in a company: a HR manager and his/her secretary. In a recruitment agency more people are involved and as a result less time is needed to find qualified talent.

Cheaper Results

The resources and information that a recruitment agency has allow it to find top talent faster and thus an i-gaming company can satisfy the needs of its clients better. Client retention is a costly aspect of the i-gaming industry and what many find is that it costs a lot more to attract a new client than to keep one. This is primarily due to the costs associated with marketing material to sell the company’s image to potential clients. As such, a company that can fill its vacancies quickly can satisfy its client’s needs and sell its brand more effectively. This can only be done if the right connections are in place to discover qualified individuals among the scores of CVs that are delivered on a daily basis. When a recruitment agency is hired to do this, then the whole process takes a fraction of the time.

Targeted Results

An i-gaming company has to invest time and effort to get targeted results, whereas, these are delivered to them when a recruitment agency is part of the equation. The agency will most likely be responsible for screening all the CVs that come in to identify the best applicants and pass these onto the recruitment officer. This is time and money saved on the company’s part that once again, these can in channelled to other areas in the business to improve competiveness.

Let Us Recruit!

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Flat Fee Recruitment: Cost Effective Solution for Employee Recruitment

Posted on May 9, 2011 by admin

Employee recruitment is a costly process that requires considerable monetary investments to find applicants that have the necessary qualifications to undertake certain roles. In the past, these costs grew exponentially according to the position in question and the return recruitment agencies expected for their services. However, with the present need to cut costs and accompany the changes that technology incorporates into various sectors, HR managers have started to look for more in-house solutions that focus on delivering more results at a lower price. This is where the demand for fixed fee recruitment arose and today it has become an alternative for both large and small companies.

 Flat free recruitment is a new methodology that hammers away at the traditional approach of most recruitment agencies by leveraging the power of technology to sift away rudimentary tasks. This puts recruiters in the driver seat of employee selection by offering them a cost effective solution to reach more candidates through advert propagation across multiple job boards at a fixed rate. This simply means that instead of spending thousands of pounds to find candidates that may not necessary have the desired skills, recruiters invest a fixed fee to reach a larger number of candidates across different geographical locations and thus increasing the probability of finding the perfect ones. Employ Consulting adopts this new methodology and has been connecting high calibre candidates with leading companies across the UK for years through the 14 top online job sites that are visited by thousands of job seekers on a daily basis.

HR managers are not soothsayers and by no means does their job involve looking in a crystal ball to pinpoint the most appropriate candidate for a vacancy. This is where technology has answered the calling with updated codes and programs that make it easy to parse CVs and pick buzz words according to the specifications that are outlined in a job description. Now, profiles and CVs are delivered to recruitment officers according to the parameters they establish to differentiate the candidates they want for their companies. Employ Consulting takes this a little further by working closely with each company to understand their needs and preferences and delegating this important task to our qualified team to find the perfect candidate for just about any job. We reduce all the hassles involved in employee recruitment to zero by undertaking all the tasks and delivering only the end results to our clients. This increases their productivity and allows them to channel their energies and efforts to other areas in the business that needs specific attention.

 Flat free recruitment hones business competiveness by satisfying each company’s specific needs whilst keeping a lid on costs. The large database of candidates that eventually apply to adverts provide the foundation on which decision making becomes more effective as it pertains to current and even future needs. This is simply achieved by archiving CVs that may not necessarily attend to specific needs now, but nonetheless have the profile and expertise that a company is looking for in the future. Employ Consulting is a pioneer in recruitment services and clients that have used our flat fee recruitment services have only to benefit from the skilfully optimised adverts that we post along with the dedicated management services that we offer. 

Let Us Recruit!

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How to Get Effective Technical Recruitment Results

Posted on April 28, 2011 by admin

A HR manager’s or recruitment officer‘s task is never complete until the applicant selected for an interview is formally integrated into the organisation.  For entry level position the time period for this is usually short, but when it comes to technical recruitment there is a certain delay in getting qualified hands and minds to take up the company’s baton.

Two of the main reasons for the delay are directly linked to the skills shortage that exists and the higher demands that companies now have regarding certain technical professions. Companies, however, do have some influence over their technical recruitment results. Employ Consulting has accompanied the technical recruitment market for years  and knows exactly what HR managers should and should not do to get their technical vacancies filled with only the best talent. Some points to consider include:

Informative Adverts                                                                                      

When it comes to technical recruitment, adverts should not be sparing with details about the job in question and neither should they be overly wordy. Candidates want to know what they should bring to the organisation and also what the organisation wants from them. As such, adverts should send a sharp and informative message about the years of experience, technological applications, educational accomplishments, leadership skills, etc., that each applicant should have. When adverts are clear and informative, then they are not easily misunderstood and it is less likely to attract the wrong types of applicants to a vacancy.

Recruitment Agency

Over the years there are a number of stigmas that have been associated with recruitment agencies and as such many companies have avoided them all together. However, a recruitment agency that abides by the REC Code of Professional Practice upholds moral and professional integrity in all its operations. When a company comes to understand and believe in this, then it will realize that hiring a recruitment agency to deal with vacancy needs is far more effective than sifting through hundreds of CV’s one after the other. When a company specifies its requirements and communicates them to a competent technical recruitment agency, then these are applied throughout the selection process to ensure that only the most qualified and fully-prepared candidates make it to the interview stage.

Benefits and Incentives

 One of the key factors to remember during technical recruitment is that job seekers are CLIENTS. As such, they have the right to accept or reject any job according to their own preferences and what they are looking for to ensure professional ascension in their career. This is why it is important to always reveal the benefits and incentives that they will ultimately receive if they join the company. The days of taking the traditional approach by leaving this information hanging until the interview of after recruiting the applicant in question are long gone. Most applicants want to know about the benefits and incentives they will receive before they are formally committed to a company. A company that outlines this information will enrich its technical recruitment process if the offers are attractive, competitive and fair.

Industry Information and Challenges

Many applicants are looking for challenges that test their limits and potential. A company that wants to get effective technical recruitment results should never lose the chance to present itself to applicants and outline the projects it is actively involved in or the growth to it has experienced in recent years. There should be a call to action to want to learn more about the company and to imagine working in its professional and competitive environment. When this happens, applicants will be a lot more enthused with the idea of working with the company in question and not just see its job description as another filler campaign.

 Let Us Recruit!

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Boost Demand with Online Sales Recruitment

Posted on April 26, 2011 by admin

Effective sales strategy and pitch are both an art and talent that are mastered through experience and conquered by very few. Various companies across the UK know this and also know that their survival in an economy with rapid shifts in demand depend on how effectively their sales team can deliver their products and services to current and potential clients. Anything outside of this is usually a recipe for failure in which competiveness and innovation determine the leader. As a result, firms invest heavily in sales recruitment with the hope of finding the perfect candidate that can boost their profits whilst upholding the company’s image in a throat-cutting industry.

Employ Consulting understands that only the top sales talent can guarantee grounded results and as such strive to find the best and fully prepared candidates during sales recruitment. Every industry that you can imagine has some type of sale activity involved and we have extended our sales recruitment services to sectors that are an integral part of the UK’s economy. Our networking skills and attention to details have allowed us to reach the most qualified candidates through our vast database of information with job seekers that have gone through our system and passed our selection process.

Sales recruitment for Employ Consulting is more than just filling another vacancy. We assume risks to ensure that only the top results are delivered to our clients and nothing short of this. This is clearly seen in our “no placement- no fee” policy that reflects our professionalism in giving clients what they need at fair costs. In addition to this we also have a 12 week recruit & place policy that makes it easy for various firms to rest assured that we are with them during the sales recruitment process to ensure that top sales experts are filtered and presented to them.  All of this is done taking the company’s immediate need into consideration and customizing our search according to each specific detail.

Employ Consulting acts quickly to ensure that sales recruitment needs are met as quickly as possible. Whether you are looking for sales directors or telesales personnel, time is something that cannot be taken for granted. The more efficiently time is handled the better any company will be in offering a competitive edge by getting the best talent to fill a vacancy before competitors swoop in for the kill so to speak. In addition to this recruitment time management strengthens planning and also employee ties early in an organisation to guarantee retention for better results.

Our tactics are sharp and are our communication skills are unrivalled to get the results that you need to take your business forward.

As a company in search of the best and most competent talent you have to put your sales recruitment needs on the desks of those that understand the industry. Employ Consulting understands the details that surround it and this has separated our services from those of other recruitment agencies since we know the recruitment market like the contours of our tea cups!

Let Us Recruit!

Posted in Recruitment, Sales Recruitment | Leave a comment

What to Look for in an Engineering Recruitment Company

Posted on April 20, 2011 by admin

Many firms across the globe have modified their approach to engineering recruitment with the hope of providing solutions that meet the needs of changing populations. One obvious change that is seen across the board is the use of engineering recruitment companies to pin-point top talent and high calibre individuals that have specific characteristics to meet their needs. Instead of relying entirely on an in-house approach, these companies outsource their human resources needs with the intent of accelerating the recruitment process and being competitive in their specific sectors. Whilst this can be an advantageous process, there are certain factors that have to be taken into consideration with this modern engineering recruitment alternative. The top five factors to be aware of are:              

Industry Knowledge:   

The engineering profession has changed over the years and so has the foundation of theoretical and technical knowledge. This has given rise to different engineering professions that offer specialised knowledge to tackle complex problems in the once talent-short market. An engineering recruitment firm has to be aware of these changes and constantly updating itself with the latest requirements in order to provide competent individuals to companies. Engineering companies have their specific needs and these can only be fulfilled if the engineering recruitment firm in question offers a personalised approach to fill vacancies.

Updated Database:               

When there is an urgent need to recruit a professional, then it is best to choose an engineering recruitment firm that already has a database of short-listed applicants. This speeds up the process and also allows the company in question to have a basis on which to start its selection process instead of waiting for adverts to be posted. The database should be updated on a regular basis and should have the necessary features to filter applicants according to the specifics that the company defines.

Flat Free Recruitment:   

Finding new skills and talent can be a costly process if you do not play your marbles right. As a result, it is best to contract an engineering recruitment firm that offers flat free recruitment over the traditional recruitment charges.  This not only eliminates any long-term commitment, but also reduces recruitment costs. The engineering recruitment agency should offer packages that guarantee advert promotion across different outlets and also candidate selection as well.

Recruitment Technology :              

Technology is the backbone on which productivity hangs. The engineering recruitment agency that you consider should have technological solutions that make it easy to specify your requirements and sift out the applicants that do not fall under them. This not only saves time and money, but also allows recruitment managers to study applicants carefully before they consider an interview.

Member of the Recruitment and Employment Confederation:  

An engineering recruitment firm that adopts the REC Code of Professional Practice is directly responsible for maintaining high ethical values in the way it operates with its clients. This reduces the possibility of unfair or unequal treatment thus having a direct impact on the type of service delivered and the level or compromise that the company is willing to make to ensure that both parties are satisfied throughout the recruitment process.

 Let Us Recuit!

Posted in Engineering Recruitment, Recruitment | Leave a comment

Lower Your Recruitment Costs With Flat Fee Recruitment

Posted on April 12, 2011 by admin

Like most industries the internet has bought about vast changes to the Recruitment industry, along with its process have evolved to embrace the technologies and opportunities that this incredible medium brings.

The main focus of Recruitment organisations is to provide an essential service to corporate businesses from SME’s to multinational corporations, from every industry specific area. By retaining the expertise of a professional recruitment company like Employ Consulting, companies can source the best candidates for vacant positions, as they benefit from our recruiters knowledge, resources and candidate pools.

As recruitment processes develop it is becoming essential to harness the power of the internet to assist you in the recruitment process, and every day new concepts and recruitment services are coming to market to test the boundaries and break free from more traditional recruitment techniques. These offerings have added a whole different type of service to the world of Recruitment. The most widely used and well known is Flat Fee Recruitment Advertising. Due the digital media approach flat fee recruitment advertising offers a far reaching service that is worlds away from the days of just placing a job in a newspaper and crossing you fingers.

One of the main reasons a company looks at when considering external recruiters to assist them in filling their open positions is value, not only in cost, but value of the talent received to fill the vacancy. Although their is a spectrum of recruitment services that boast to be able to achieve this, whether its retained fees on search and selection to fill senior management positions, or the fixed fee models which charge a percentage of yearly salaries, companies are now opening their eyes to the flat fee model which offers the most cost effective service whereby you have a scaled down service that is reflected in the price, but in most cases flat fee is a win/win and is perfect as your roles receive comprehensive online exposure, along with recruitment copywriting to ensure your job is search engine friendly and appealing to candidates to encourage them to apply.

 The Flat fee recruitment  service used by an ever increasing number of large and small clients, work to a pre agreed budget to expose their job opening on the internet, so depending on their budget they can use a flat fee agent to advertise on all of the top online job board media at a fraction of the cost than if they were to do it themselves, and interestingly even if they need to fill multiple positions from the same advert it will not cost any more, unlike the more traditional recruitment pricing structures. We charge for the campaign not the placements…

Flat Fee recruiters pride their service on being able to build and distribute fresh job specifications to enhance the advertising campaign onto a relevant selection of job boards, covering generalist, niche and geographical avenues to ensure whoever is looking for that particular type of position will see their clients advert first, this is also complimented by our fast growing social media talent networks.

Flat fee recruitment has opened up the recruitment market, and small companies that would not previously use external sources can easily afford the support of expert recruiters. By embracing these new online recruitment services, larger companies can utilise their internal HR departments more efficiently and save £1000’s by using flat fee recruitment services.

Our flat-fee recruitment advertising process brings you a cost effective alternative to traditional recruitment methods. This unique recruitment model is specifically designed for clients to save money by keeping most of the recruitment process in house.

The affordable cost for this recruitment advertising service is a flat-fee of just £595 Plus VAT per advert per month. Discounts available for bulk recruitment advertising.

Call our consultants for a no obligation chat 0845 604 8343

Posted in Flat Fee Recruitment, Recruitment | Tagged , | Leave a comment

Welcome to Employ Consultings Blog

Posted on April 7, 2011 by admin

We are pleased to unvail our new look blog, here you will find useful articles on our core recruitment sectors including:

  • Sales Recruitment
  • iGaming Recruitment
  • Engineering Recruitment
  • Flat Fee Recruitment

We will be giving our view on current trends and giving practical advice to employers and jobseekers over the coming months, we keep fully informed on latest trends, and technologies to ensure our service is world class.

If you are an employer looking to employ staff, I am sure we can be of service, we offer various flexible and professional recruitment options, that have proved very popular with our clients. Please feel free to get in touch for a no obligation discussion today!

Posted in Engineering Recruitment, Flat Fee Recruitment, iGaming Recruitment, Recruitment, Sales Recruitment | Tagged , , , , , , | Leave a comment